Chapter 3 – Personnel, Training, and Employee Relations

33060.7 Scheduling Telework

• Managers or supervisors shall consider the following when scheduling telework:

  • The requirements of the employee’s Work Week Group (WWG) and BU MOUMemorandum Of Understanding provisions.

  • The requirements of the employee’s job and operational needs for the employee to be present at their office.

• An alternate work schedule may be approved for a telework employee according to existing policy and the applicable BU MOUMemorandum Of Understanding.

• Temporary modifications to telework schedules may:

  • Be made at management’s discretion in order to meet operational needs. If needed, an employee shall forgo telework and come into the office on a regularly scheduled telework day. The manager or supervisor shall provide 24 hours’ notice whenever possible; however telework employees are expected to be able to report to the office within an amount of time deemed reasonable by the manager or supervisor or the HA based on operational necessity.

  • Not occur until approved by the manager or supervisor and HA or designee, documented, and appended in the Telework Agreement (Refer to 33060.20).

• Permanent modifications to telework schedules shall:

  • Not be made by the department without adequate prior notice.

    • The department shall endeavor to provide at least 30 calendar days’ notice, but no less than 15 calendar days’ notice to employees when permanently terminating or permanently modifying a Telework Agreement. This advance notice is not required due to unforeseen operational need or by mutual agreement between the employee and management.

    • Upon request, a copy of the termination or modification shall be provided to the applicable labor union.

• All procedures for calling-in, requesting and approving leave usage, overtime, Compensating Time Off or alternate work schedules shall be consistent with those used for non-telework employees.